Continuing Education Requirements for HR Professionals

10/29/2025

Staying certified as an HR professional means keeping your skills — and your compliance knowledge — current. Whether you’re maintaining a SHRM or HRCI credential, completing your HR continuing education requirements ensures you’re up to date on legal, regulatory, and workplace best practices. Here’s how to manage, track, and make the most of your recertification credits — without wasting time or money.

Why HR Continuing Education Matters

Maintaining your HR certification is more than just a box-ticking exercise. It's a fundamental part of being a credible and effective human resources professional. In a field where laws, technologies, and workforce dynamics change constantly, ongoing education is the key to both protecting your organization and advancing your career.

Protecting Compliance and Career Credibility

Employment laws are not static. Regulations surrounding the FMLA, ADA, PWFA, and countless other federal, state, and local rules evolve every year. Continuing education ensures you are aware of these changes and can adapt your organization's policies and practices accordingly. This up-to-date knowledge is the foundation of your credibility. When you can confidently advise leadership on a new compliance risk or correctly handle a complex employee leave scenario, you demonstrate your value as a strategic partner.

Meeting Employer and Industry Expectations

An active certification is no longer a "nice-to-have" — for many organizations, it's a firm requirement for HR leadership roles. Employers view continuous training as a commitment to professional ethics and excellence. It shows you are dedicated to maintaining a high standard of competence. In an industry built on trust and risk management, an active credential signals that you are a reliable and knowledgeable professional.

SHRM Continuing Education Requirements Explained

The Society for Human Resource Management (SHRM) is one of the primary certifying bodies for HR professionals. If you hold a SHRM Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) credential, you must adhere to their recertification process to keep it active.

SHRM Certification Overview

To maintain your SHRM-CP or SHRM-SCP credential, you are required to earn 60 Professional Development Credits (PDCs) over a three-year recertification period. Your period begins on the day you pass your exam and ends on the last day of your birth month. The goal of this requirement is to encourage ongoing learning across a wide spectrum of HR competencies. You can earn these credits through various activities, including approved training courses, conferences, webcasts, and even on-the-job projects.

Accepted SHRM PDC Categories

SHRM organizes qualifying activities into three main categories, offering flexibility in how you earn your credits.

• Advance Your Education: This is the most common category for earning PDCs. It includes attending seminars, workshops, webinars, or completing certificate programs from approved providers. Courses focused on specific HR knowledge areas, like compliance or employee relations, fall under this category.
• Advance Your Organization: You can also earn credits for work you do on the job. Activities like leading a new policy implementation, developing a new HR program, or managing a significant compliance-related project can qualify for PDCs. This category recognizes that much of your professional development happens through practical application.
• Advance Your Profession: This category includes activities that contribute to the HR field as a whole. Examples include volunteering for an HR organization, mentoring other HR professionals, speaking at an HR conference, or writing articles for HR publications.

Tracking and Reporting SHRM Credits

SHRM makes it straightforward to track your progress. You should log your PDCs through the official SHRM Recertification Portal as you earn them. For activities from an approved provider, you will typically receive a course or activity ID code. Simply enter this code into the portal, and the credits will be automatically added to your record. It is crucial to keep all proof of attendance, such as digital certificates or registration confirmations, in a dedicated folder. SHRM conducts random audits, and you will need this documentation to verify your activities if selected.

HRCI Recertification Requirements for HR Professionals

The HR Certification Institute (HRCI) is another leading credentialing organization. Its certifications, including the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR), also have specific maintenance requirements.

HRCI Certification Maintenance Basics

Similar to SHRM, HRCI requires you to earn 60 recertification credits over a three-year period to maintain your credential. The key difference lies in the specific credit types required for certain advanced certifications. For instance, SPHR holders must ensure at least 15 of their 60 credits are in the "Business" category. Likewise, GPHR holders must earn at least 15 credits in the "Global" HR category. This structure ensures that senior-level professionals continue to develop their strategic business acumen alongside their core HR skills.

How to Earn HRCI CEU Credits

HRCI offers a wide range of ways to earn continuing education units (CEUs). Attending HRCI-approved compliance training is one of the most effective methods. In-depth courses covering FMLA, ADA, and Internal Investigations are often pre-approved for a significant number of credits. You can also earn CEUs by participating in strategic HR planning workshops, leadership development programs, or other educational activities that align with the HRCI Body of Knowledge. All credits should be submitted through HRCI’s online recertification portal.

Differences Between SHRM and HRCI CEU Tracking

While the acronyms differ—SHRM uses PDCs and HRCI uses CEUs (or "credit hours")—the underlying goal is the same: to promote continuous, relevant learning. The good news for HR professionals is that many high-quality training programs are pre-approved by both organizations. This means a single advanced course, such as one on integrated leave management or compliance, can often provide credits that satisfy both SHRM and HRCI requirements simultaneously. Always check with the training provider to confirm which accreditations a course holds.

Choosing the Right HR Continuing Education Courses

With countless options available, it's important to choose continuing education courses that provide real value and align with your recertification needs.

Prioritize Compliance-Based “Hard Skills”

The most valuable CE courses are often those that teach practical, compliance-based "hard skills." Training that covers the intricacies of FMLA, ADA, PWFA, and COBRA goes beyond theory. It teaches you how to meet legal requirements in real-world scenarios. These courses are highly respected by both SHRM and HRCI because they directly address high-risk areas of HR practice. Furthermore, a single intensive seminar on a topic like Internal Investigations can often provide a large number of credits, helping you meet your goals efficiently.

Avoid Generic or Low-Value Credit Options

Be wary of courses focused solely on generic "soft skills" that may not meet the stringent standards set by SHRM or HRCI. While communication and leadership are important, recertification credits must be tied to recognized HR competencies. Before registering for any program, always confirm that the provider is accredited and that the course is pre-approved for the specific type of credit you need. This simple step can save you from wasting time and money on training that won't count toward your goal.

Integrate Learning Into Everyday Work

Your job itself is a powerful source of learning. Use ongoing compliance challenges as opportunities for professional development. When faced with a complex leave coordination case or a difficult accommodation request, document the process and the research involved. These on-the-job projects can often be submitted for credit under SHRM's "Advance Your Organization" category, turning your daily work into a valuable part of your recertification journey.

How to Track and Report Continuing Education Credits Efficiently

Managing your recertification can feel like a chore, but with a structured approach, you can keep the process simple and stress-free.

Use Official Portals and Document Everything

The single most important habit is to log your credits immediately. As soon as you complete a seminar or webinar, log into your SHRM or HRCI portal and enter the activity. Do not let certificates pile up. At the same time, save a digital copy of every certificate, verification code, and registration receipt in a clearly labeled folder on your computer or cloud drive. This makes it easy to find your documentation if you are ever audited.

Leverage Employer Support

Many employers recognize the value of certified HR professionals and are willing to support your recertification efforts. Talk to your manager about your professional development plan and inquire about reimbursement for CEU fees. Some organizations host approved internal training sessions or purchase group access to online learning platforms. By coordinating with your department, you may be able to complete your training in a cost-effective and collaborative way.

Set a Recertification Schedule

Procrastination is the enemy of a smooth recertification process. Avoid the last-minute scramble by setting a consistent schedule. A simple and effective plan is to aim for 20 credits per year. This breaks the 60-credit requirement into manageable chunks and ensures you are continuously learning throughout your three-year cycle. It also gives you the flexibility to take advantage of interesting training opportunities as they arise, rather than being forced to take any available course at the last minute.

Tips for Maximizing the Value of HR Continuing Education

Your continuing education should be more than just a requirement; it should be a strategic part of your career development.

Choose courses that are directly aligned with your career goals. If you want to move into a compliance-focused role, prioritize certifications in FMLA, ADA, and investigations. If you are aiming for a leadership position, seek out workshops on strategic HR and risk management. Don't just collect credits—build a skill set.

Take advantage of the networking opportunities that training provides. During seminars and workshops, engage with your peers and instructors. These connections can become a valuable part of your professional network, leading to mentorships, advice, and even job opportunities. Finally, use your CEU journey as a chance to explore new areas of HR. You may discover a passion for a specialty you hadn't considered, opening up new and exciting paths for your career.

Keep Your Certification Active — and Your Skills Sharp

Your certification represents more than an achievement — it’s a commitment to professional growth and compliance mastery. By thoughtfully planning and tracking your continuing education, you can easily maintain your credential while building the skills that make you an indispensable asset to your organization.

Explore HR continuing education courses that count toward both SHRM and HRCI recertification and keep your credentials active year after year.